永續森林經營發生的二三事...PEFC 森林經營準則的實務整備(C 6.3 & I 6.3.4 & S 6.3.4.4)。From the Concepts of Sustainable Forest Management to Reality: Practical Steps for PEFC Forest Management Criteria(C 6.3 & I 6.3.4 & S 6.3.4.4).

PEFC（Programme for the Endorsement of Forest Certification，森林驗證認可計畫）與FSC (Forest Stewardship Council，森林經營委員會)，同為全球兩大森林驗證系統。全球林業經營者，在追求森林的永續經營上，所採用的經營標準內容，有否差異呢?我們將瞭解PEFC的驗證框架之原則與準則內容，及如何準備PEFC驗證的要求。

6.3 Compliance requirements符合性要求

6.3.4 Health, safety and working conditions健康、安全和工作條件

6.3.4.4 The organization is committed to equal opportunities, non-discrimination and freedom from workplace harassment. Gender equality shall be promoted.

6.3.4.4 組織承諾提供平等機會、反歧視和免受職場騷擾。應促進性別平等。

可能資料的整備：

       組織應承諾提供平等就業機會、不因性別、種族、宗教等因素歧視員工和建立一個安全的工作環境，防止任何形式的職場騷擾。應確保男女員工享有平等的權利和機會，促進性別平等。

因此組織應準備以下資料：

1.        制定一份明確的平等機會政策，內容應涵蓋：禁止歧視、性別平等、禁止職場騷擾。

2.        提供相關紀錄或證明組織在招聘和升遷的過程中沒有歧視。

3.        提供員工有接受平等和反騷擾教育訓練紀錄。

4.        建立一個有效的投訴機制，讓員工能夠提出有關歧視或騷擾的申訴。

5.        如果發生歧視或騷擾事件，應有相關的調查報告和處理結果紀錄。

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PEFC and FSC are the two biggest names in forest certification. So, what's the difference between these two systems? Are they asking forest managers to do completely different things to get certified? Let's dive into PEFC and see what it takes to get certified:

6.3 Compliance requirements

6.3.4 Health, safety and working conditions

6.3.4.4 The organization is committed to equal opportunities, non-discrimination and freedom from workplace harassment. Gender equality shall be promoted.

Preparation of possible information:

       Organization should commit to providing equal employment opportunities, no discriminating on the basis of gender, race, religion, etc., and establishing a safe working environment to prevent any form of workplace harassment. Equal rights and opportunities for both men and women should be ensured and gender equality should be promoted. Therefore, organizations should prepare the following data:

1.        Develop a clear equal opportunities policy that includes: no discrimination, no gender inequality, no harassment in the workplace.

2.        Provide relevant records or evidence that the organization does not discriminate in the recruitment and promotion process.

3.        Provide records of equality and anti-harassment training.

4.        Establish an effective complaint mechanism for employees to file complaints of discrimination or harassment.

5.     If there is an incident of discrimination or harassment, there should be a relevant investigation report and a record of the results of the handling